Burglary during Lockdown

When corona -induced lockdown was announced  in March, at that time ,  there was no one in our village house . My mother was unwell and she was with my elder brother in Bhagalpur .  In Village, the house was properly locked . In May, our neighbour who is our blood relative  informed to my mother regarding burglary in our house . Burglars  climbed the wall and reached the roof and through stairs came down and broke the locks of main iron grill gate , then broke open the doors of three rooms . Burglars broke the doors of almirahs, locks of VIPs, boxes and took away jewelleries, saries , quilts etc. They thoroughly searched the almirah and trunk which were full of books and other papers. Along with other articles, some papers related to land was also missing .

I was also informed about the burglary and loss . After listening all the details and doing some brainstorming I came up with few points :- 

• In this burglary, the role of neighbour  who is our blood relative is questionable . The circumstantial evidence indicates that either he is directly involved in it or he is complicit in it . Such doubts can be confirmed through thorough investigation only .
• In lockdown, people from mars or moon can't come to do burglary . Few other villages are also involved in it .
• Few burglaries or attempt of burglaries also took place in village . Some new crops of youths having criminal tendencies may involve in it . Their deviant behaviour can be corrected at this juncture through counseling and right course of action . 

It looks bizzare but those houses  are burgled or attempted to be burgled ,  expect one, no one approached to the police for FIR . Even from our house, we did not approach to police . I find , these are the reasons why we did not file FIR  :-

•  The relationships with neighbours and blood relatives are different but delicate one . The co-operation and conflicts go together . If police do any coercive measures to suspects , it may harm career and progress of them which we don't want . We want all should do well through right and just means and deeds .
• What we feel we do not have any such enmity with anybody that they would harm us by doing burglary . If anyone has latent jealousy, envy, heartburn with us that we can't say . Complaining to police bring confusion, distrust and negativity among others that any peaceful and progressive minded person wants to avoid .
• If burglary is committed by youths then their deviant behaviour will be labelled as criminal if police action are taken against them . Such actions have far reaching affect on a person's life and career. A sensible person doesn't want any bad for even such deviants .
• People have so many problems in their own life . In our case, my mother is seriously ill at present . She needs to be operated but due to various medical reasons and complications , it is getting delayed . Being Headmaster of a school, my brother has reasonable responsibilities of school administration . He has to look after compliance of departmental orders, family life, wellbeing of family etc .  Though incident like burglary bother us, but sometimes letting go  becomes necessary for peaceful and less stress life .
• It has been observed that once articles stolen from home is hardly recovered by police . Such cases end in inconsequence . Though police take actions against suspects and they suffer economic loss but it does not help to those who houses are burgled .
• We believe in God and his justice system . Today or tomorrow those who have committed crime , they will have to pay the price in God's court .

Despite all these brainstorming, I have been contemplating  to bring such matter in cognizance of some high officials and administrative officers of Bihar and that area so that corrective measures are taken in this regard .

I have studied Rural Development Management from the premier institution NIRDPR which is an autonomous body of Ministry of Rural Development . Though I am not a practicing rural development professional but I have very romantic ideas of villages . Any disturbing news from any village hurt me, give me pain in my heart . Gandhiji's gram Swaraj, self reliant, morally strong, economically independent village somewhere stays in my mind all the time . During my study , I had visited many real model villages not paper model village , which used to make me very happy . Will my village come under such catogery in real sense ? Will we listen positive news from village , story of peace, progress  and success as routine in near future ? I do not know the answer but I am hopeful that things will be alright today or tomorrow .

~~~ Ramanuj Dubey

Lockdown and Ramnavmi

 Dhwaja -Ramnavmi

Our family is the ardent devotee of Lord Hanuman ji .Hanuman ji is not just a God but he is also a family member , our guide, guardian and spiritual force for us . This is the legacy what we have got from our ancestors, from our grandfather . The festival Ramnavmi is celebrated on the occassion of Lord Shri Ram's birthday but this festival is especially dedicated to Lord Hanuman . My grandfather used to celebrate this festival fervently . After the death of my grandfather (Dada ji ) and Father (Babu Ji ) , my elder brother has kept the tradition alive . Every year he worships Hanumanji on Ramnavmi and performs all essential rituals of the festival .

This year , Ramnavmi was quite different from other years . This year Ramnavami festival fell on 1st April and during that time there was corona- Induced lockdown across the country . My mother usually used to live in village but from last 2-3 years she has been unwell . For Doctors consultations and other medical services & facilities she would stay with my elder brother ( who is headmaster of a government middle school ) in Bhagalpur and would frequently visit village ( which is in Munger district ) to look after agriculture related activities, to attend extended family related functions and village festival . When lockdown was announced that time she was in Bhagalpur and her condition was not less than serious . During lockdown district border was sealed and travelling was not allowed from one district to other district . There were some rumours that there were some corona positive patients in Tarapur ( Block town which is just 3KM far away from my village ). This was the first time in the history of our family when we couldn't celebrate the Ramnavmi on festival day . Though we all were not feeling well but my mother was inconsolable that day . In mid May , my neighbour who is our kinship informed my mother that our house was burgled during lockdown . It was second depressing news in lockdown  ( Will write in detail about burglary in next blog ) . 

When lockdown was lifted on 1st June , my elder brother went to home and arranged everything for Ramnavmi . Next day, with the help of  village priest  he  performed  all the rituals related to ramnavmi   like installing Dhwaja, Satyanarayana prabhu puja etc with observing corona related guidelines .   When 
 the required rituals of ramnavmi was done , we all felt a sense of relief . In our family tradition , rituals are very important and any aberration in observing rituals are considered as God's will . It is believed that God's will is always a blessing for devotees . Though I follow rituals religiously but I believe in connecting with God spiritually more than ritually .

~~~Ramanuj Dubey

Project Work XV - Conclusion

Conclusion

Skill Development is essential step to make unskilled unemployed youth employable. Formal education gives more emphasis on theoretical aspect of knowledge, which does not help youth much in getting job in private sector / industry. Private sector / Industry give more importance on skilled-based practical knowledge when they recruit work force. During study, it has been observed that ninety-eight trainees respondents who were undergoing trainees their educational qualification was from tenth pass to post graduates. Seventy (71.4%) trainees had just finished their study (Intermediate/ Graduation) and were looking for job opportunity. Thirteen (13.26%) trainees were preparing for competitive examination for government jobs from last two-three years. Ten (10.20%) trainees were searching for job in their local area. All the respondents had formal education with no or little employable skills. They joined Apollo Medskills to learn skills that can help them to get a job. After joining the training programme, they were able to observe change in themselves.  Fifty-nine (60.20%) trainees admitted that they were shy, had stage fear , fear of group communication, communicating with stranger , low confidence level but soft skills and English classes helped to come over these issues and now they are more confident, fearless and motivated. Seventy (71.4%) trainees feel that they are able to do trade related practical activities without any support or supervision. Trainers also observed that when trainees joined the course they were shy, less interactive and less confident , careless on hygiene and personal grooming but constant motivation and teaching/training  help them to inculcate habits that is required to be employable in industry and they participation level also increased. When trainees joined the training programme that time, 33.67% trainees were familiar with computer and tablets, they had just basic knowledge of operating these gadgets. During training, 86.8% trainees conveyed that they are comfortable in using computer and tablet. Majority of trainees (92.86%) find training schedule comfortable and all trainees are confident of doing well on after completion of training.

Sixty passed out trainees of Apollo Medskills, Hyderabad who are working in Hyderabad, participated in the study.  Their work experience in the health sector is from two months to one year. All of them have joined any job for first time. On training programme, Thirty-eight (63.33 %) respondents rate training programme excellent. Sixteen (26.66%) respondents rate training programme very good and six (10%) respondent’s rate training programme good.  Majority of them (90% and above) have given average to excellent rating in feedback on learning, trainers knowledge, delivery and attentiveness, and study material. Thirty-five (58.33%) Passed out trainees/ respondents rate training institution /centre excellent, nineteen respondents (31.67%) rate the training institution very good and six (10%) respondents rate training institution/ centre good. Expect two (3.34%) respondents, who feel that their own work in the organization unsatisfactory, rest all rate their own work from good to excellent. Twenty (33.33%) respondents rate their own work excellent. Seventeen (28.33%) respondents rate their work very good and twenty-one (35%) respondents rate their work good. All passed out trainees support the family financially. Twenty-four (40 %) passed out trainees send forty-five to fifty percent (40-50%) of their salary to family every month. Every passed out trainees has career plan of 5-10 years in the mind.

Trainers are attentive to the trainees in the Apollo Medskills, Hyderabad. It has been found that trainees are comfortable with trainers and they ask, discuss training related subjects, practical doubts etc without hesitation. Trainees in   questionnaire response say that all trainers are attentive and try to help them when they need trainers help. Trainers adopt easy and innovative training method and effective training aids and equipments for maximum learning benefits of trainees.

Centre Head of the Apollo Medskills skill Development training centre, Hyderabad is responsible for overall functioning and performance of the training centre. Centre head has monitoring mechanism for all staffs of training centre. Quality team, who report to state head, is a dedicated section for quality implementation of training programme. Quality team/executive monitors and gives feedback to centre head for corrective measures.

Apollo Medskills, Skill Development centre, Hyderabad in last two years enrolled 876 trainees. Out of 876 trainees, 91 (10.38%) trainees dropped out of the course. The rest 785(89.62%) trainees completed the course. six hundred thirty (630) trainees (71.91 % of total enrolled trainees and 80.25% of those who completed training from Training centre) who passed out from the institution are working in different organizations of health sector.

Four organizations participated in the study. These organizations are -  Canadian Global life and Educare Pvt. Ltd., Optival health solution private Ltd., Rainbow children’s Medicare Private Ltd and Life circle Health Service. These four organizations gave feedback to their employees who got training from Apollo Medskills on six parameters. Total hundred employees were given feedback on six parameters by above-mentioned four employers.

In quality of work, employers find three (3%) employees unsatisfactory. In rest ninety-seven (97%) - thirteen (13%) employees performance is usually expected/ satisfactory, Fifty-eight (58%) employees are consistently satisfactory and twenty-six (26%) employees are superior / consistently superior. In quantity of work, employers find performance of six (6%) employees below average in the organization.  Employers find Thirty-seven (37%) employees average, thirty-nine (39%) above average and eighteen (18%) exceptionally high in performance in terms of quantity of work parameter. On adaptability parameter employers observed that ten (10%) employees learn slowly, required repeated instruction , twenty-six (26%)  require detailed instruction for any change , thirty-four (34%) employees make adjustment with little trouble and thirty (30%) employees  learn quickly and any changes met easily. On job  Knowledge parameter, employers observed that  fourteen (14%) employee have little desire to improve , thirty-four (34%) employees know job very well and require average supervision , twenty-eight (28%) employees are well informed on job, rarely need help and twenty-four (24%) make most use of knowledge and experience . In dependability parameter, Employers observed that twenty-five (25%) employees require frequent checking or watching, thirty-three (33%) employees generally require check up on job, twenty-eight (28%) employees do task faithfully , need some follow up and  fourteen (14%) employees have marked ability to follow any fair job. In attitude parameter, Employers observed that nineteen (19%) employees cooperate if required to do , feel disgruntled , thirty-three (33%)  employees react to change with some reluctant , thirty (30%) employees usually willing to cooperate with others and eighteen (18%) employees are exceptionally good team workers , cooperative.

It is essential to have a skill based learning of any trade if unskilled youth who have formal education and no technical knowledge would like to join job market for first time. Skilled-based short-term training programme is an opportunity to those youth who are from economically disadvantage background. The skill development training cycle starts from identification for right candidates for training. The successful of training programme and training centre depend upon all stakeholders associated with it. Responsible and responsive Management, dedicated trainers, disciplined and learning focused trainees, conducive learning environment, facilities of training centre, good trainer-trainee relations, and standard evaluation system ensure maximum learning of trainees. Performance of trained workforce in work place and Employers feedback is real check how training helped trainees to carry out the job in actual work environment. 

 ~~~ Ramanuj Dubey

Project Work XIV- Few Suggestions

Few Suggestions 

In the response of questionnaire, Quality –executive has pointed out few issues that need to be addressed. In shortcoming of training centre the quality-executive mentioned the Mobilization problems, Placement drop out, No proper maintenance of placement tracking of trainees , and on Job training is not being provided to the trainees. The Quality team in feedback observed that trainees are found absent in training, Trainers do not maintain attendance registers at moosarambagh, Hyderabad training centre and there is no proper monitoring of training centre and hostel. Centre Head in his response to questionnaire told that Up to June 2018, the number of enrolled trainees In Apollo Medskills Skill development centre was 876. Out of 876 trainees, 91 (10.38%) trainees dropped out of the course. The rest 785(89.62%) trainees completed the course. According to Centre head, six hundred thirty (630) trainees who passed out from the institution are working in different organizations of health sector.  Ninety-one (91) trainees dropped out of the course for various reasons. The reasons of trainees drop out are- High expectation in Placements (Salary wise / work place choice etc.), health reasons ,unable to Adopt in new environment ,Some marriage issues, Selection in Government  Jobs / Ambition to Join Government Job not Private sector Job ,Family problems  etc.

Mobilization is important step through which candidates for training is selected. Quality of candidates selected has a significant impact on retention in training and job. Generally, Mobilization is done with the help of government organizations, community organizations and gram panchayats. Apollo Medskills, Hyderabad should select candidates who not only fulfill eligibility and aptitude criteria but also willing to complete training and work after completion of training. Counselor should at this point should inform prospective trainees on the nature of work in the sector and trade, availability of jobs, deliverables by the employer, entitlements, growth prospects and risk involved. Apollo Medskills, Hyderabad should have proper mobilization and counseling strategy in selection and identification of right candidates for training.

Though MLM student had no access to biometric attendance or attendance register to check the absentees among trainees but during interaction with trainees and other staffs of training centre, it was found that some trainees do not attend the class. The absentees generally leave the course or if they complete the course, they perform poorly in practical and other training activities. Centre Head should acknowledge this issue and work for it from the start of the training programme. Those who look uninterested or do not perform well in first week, centre should identify those training and trainers and other staffs should work on them so that every trainee do well in training and job.

It has been observed that the training Institution /Centre do no proper maintenance of placement tracking of trainees. Placement tracking and updated data of it is essential to know the retention rate of the passed out trainees in the job market.  Training Institution / centre should maintain the proper placement tracking of trainees.

It has been observed that in three months certificate skill development training programme, the training centre does not provide ‘On the job training’. Instead, the training centre conducts intensive practical activities for trainees. Though intensive practical activities help trainees in learn skills and in study it has been found that 71.4% trainees are able to do practical activities without any support or supervision, but ‘on the job training” is most essential part of training in learning skills, confidence and work environment .

It has been found in the study that main reason of youth joining skill development training programme to get employable skills and get a job. Learnt skills can be useful only when trainees get a Placement / job. It has been observed that maximum placement of passed out trainees is either Hyderabad or around the city. Placement team should endeavor to collaborate with health sector employers of tier II and tier III towns of state so that  the training centre achieve 100 % placement in  every trades of all batches .

Other issues like maintaining of attendance register and proper documentation of tablet registers and assessment of trainees should be done and centre Head should monitor the details regularly

~~~ Ramanuj Dubey

Project work XIII- Apollo Medskills, Hyderabad- Training Practices

Apollo Medskills, Hyderabad- Training Practices

The training practices of Apollo Medskills Training Centre; Hyderabad has been prepared on the basis of interaction with Apollo Medskills officials, observation, questionnaires response, case study, working culture of training centre etc. The Apollo Medskills Training Centre, Hyderabad follows these training Practices: -

 If Apollo Medskills Training Centre Hyderabad implements the skill development programmes of Government, or any other partner, in that case the training centre follow the rules, regulation and standard of procedure of the programme.

Apollo Medskills Training Centre gives special attention to hygiene (personal and place) and cleanliness of the environment. In study, it was found that trainees’ personal hygiene and grooming increased after joining the training programme and they become more conscious of cleanliness of their surroundings.

Apollo Medskills gives equal importance to domain (trade related training) and non-domain (English, computer & Soft skills).

The trainees of short-term skill development training courses are generally from the socially and economically backward class. Most of them are from rural area with little or no employable skills. Trainers and other staffs of the training centre try to keep trainees motivated throughout training.

Apollo Medskills Training Centre, Hyderabad conducts cultural activities, co-curriculum time to time. Trainees take active participation in these activities. Such activities help trainees to show their creativity, improve their personality and confidence.

Apollo Medskills Training Centre, Hyderabad keeps all required equipments for practical purpose available in the practical room. Trainers ensure that all equipments are in working condition. If any equipment is not in working condition in that case repair/replacement is done at the earliest.

Apollo Medskills Training centre, Hyderabad expects trainees to be disciplined with positive attitude towards training programme. There are some general rules related to discipline and training programme for trainees that they have to follow during training period.

Apollo Medskills Training centre, Hyderabad encourages comfortable and good relationship between trainees and trainers. It has been observed that trainees are comfortable with trainers and they have respects for their trainers.

Trainers of Apollo Medskills Training centre use many training aids and equipment like white board, projector, picture, chart, maps, flash card, slides, videos etc to make training and learning easy for trainees.

Apollo Medskills Training centre, Hyderabad trainers double up as mentor, guide, counselor and motivator.

Apollo Medskills Training Centre, Hyderabad ensure that all facilities offered by the training centre are in working condition and available to trainees.

~~~ Ramanuj Dubey

Project work XII- Findings of the Study

Findings of the Study:-

The MLM  student started study on project title  “ A study on effectiveness of Training and Development in skilling Unskilled Youths – A special reference to Apollo Medskills, Hyderabad”- with the consent / permission of CEO, Apollo Medskills in April 2018. During Study, The MLM student interacted with CEO, Apollo  Medskills Headquarter staffs, Training centre staffs , Trainers, Trainees , Quality Executive, Centre Head , Passed out Trainees of the training centre and Employers of  those who got training in Apollo Medskills. During Study, Questionnaires of different stakeholders were prepared and sent to them for their response. The centre head, trainers, quality executive sent their questionnaire responses through e-mail. For trainees of the training centre, MLM student explained the questionnaire, circulated to them, and collected filled up questionnaire when they completed it. The MLM student got the list of passed out trainees of Apollo Medskills centre who are working in Hyderabad from Centre head. The MLM student contacted them personally on their workplace or in training centre (when they visited training centre to collect certificate or some other reasons), explained the questionnaire, and collected the filled up questionnaire from them. The questionnaires for employers sent to the employers of employees who are trained by Apollo Medskills, Hyderabad. The placement executive of Apollo Medskills coordinated with the employers and employers filled up questionnaire received through him on the email-Id. Besides Centre Head, Quality-executive, eight (8) trainers, ninety -eight (98) trainees, sixty (60) Passed out trainees from Apollo Medskills and four employers (who gave the feedback of hundred Apollo Medskills trained employees) responded to the questionnaires. During study, the MLM student conducted many meeting, coordinated with various stake holders, Circulated questionnaire, Explained each point of questionnaire to respondents, Contacted to get clarifications on any vague response of respondents, collected filled up questionnaire and collected valuable primary and secondary of data and other information pertaining to the study. The study started in April 2018 and all above -mentioned activities related to study completed in October 2018. The collected data was processed and analyzed. The Findings of the study is given below-

Out of 98 trainees who participated in study and responded the questionnaire, six (6.12%) trainees are tenth pass, forty-nine (50%) are intermediate, forty-two (42.86%) are graduate and one trainee (1.02%) is postgraduate. Out of ninety-eight respondents, five (5.10%) were doing part time job of teacher in private nursery, play school and primary school. Seventy (71.4%) respondents had just finished their study (Intermediate/ Graduation) and were looking for job opportunity. Thirteen (13.26%) respondents were preparing for competitive examination for government jobs from last two-three years. Ten (10.20%) respondents were searching for job in their local area, they were not preparing for any competitive examination. The age group of trainees is Eighteen to twenty nine.

The annual family incomes of all trainees are below Rs 100,000. The annual family income of fifty-one (52.04%) trainees is fifty thousand and below whereas rest forty-seven (47.96%) trainees’ family income is between above fifty thousand to one lakh.

Out of ninety-eight respondents, sixty-three (64.3%) joined the training programme to get a job. Thirty (32.7%) respondents joined the training programme to get a job in health sector. Three (3.06%) respondents joined the training programme to learn about heath issues. One (1.02%) respondent joined the training programme to settle in life and one (1.02%) respondent joined the course to serve the patient and poor people of society.

When the trainees joined the training programme that time sixty-five (66.33 %) trainees were not familiar with computer and tablets, whereas thirty-three (33.67 %) trainees were familiar with computer and tablets though they had just basic knowing of operating these gadgets. Now during the training, Eighty-five (86.8%) trainees are comfortable in using computer and tablets. The rest thirteen (13.2%) trainees, who are first time user of computer and tablet, are not comfortable in using computer and tablet.
 
Ninety-one (92.86%) trainees feel that training schedule is comfortable whereas three (3.06%) trainees feel that training feels a bit rigorous and four (4.08%) feel it rigorous/ hectic.

 Thirty-two (32.66%) trainees feel that classroom is good, forty-three (43.88 %) feel classroom very good and twenty-three (23.46%) feel it excellent.

Fifty-nine (60.21%) trainees say that training aid and training material is good whereas twenty-six (26.53%) trainees and thirteen (13.26) trainees feel that training aid and training material is very good and excellent respectively.

 Forty-four (44.90%) trainees feel that practical room is good. Thirty-five (35.71%) trainees find practical room very good and nineteen (19.39%) trainees find practical room excellent.

 Sixty-one (62.24%) trainees find hostel accommodation good. Twenty-one (21.43%) find hostel very good and ten (10.20%) feel hostel accommodation excellent. Six (6.13%) say hostel accommodation is bad.

Sixty-two (63.27%) trainees rate recreation room good. Twenty-seven (27.55%) trainees rate recreation room very good whereas five (5.10%) trainees rate recreation room excellent. Four (4.08%) trainees find recreation room bad.

Seventy (71.43 %) trainees rate bathroom good. Seventeen (17.34%) trainees feel that bathroom very good whereas two (2.04%) feel bathroom excellent. Nine (9.19%) trainees rate bathroom bad.

Thirty-five (35.71%) trainees rate electrify/light /fan and electronics equipments good where as forty-nine (50%) and fourteen (14.29%) trainees rate electronic equipment facilities very good and excellent respectively.

Forty-three (43.88%) trainees rate water facility good whereas forty-four (44.90%) trainees and ten (10.20%) trainees rate water facility very good and excellent respectively.

 Eight (8.17%) trainees find mess food bad and four (4.08%) trainees rate mess food satisfactory. Sixty-nine (70.40%) trainees rate mess food good, fourteen (14.29%) trainees rate it very good and three (3.06%) find the mess food excellent.

 Sixty-six (67.35%) trainees rate hygiene and sanitary arrangements good. Twenty-one (21.43%) trainees rate hygiene and sanitary arrangement very good and ten (10.20%) rate this facility excellent. One (1.02%) feels that hygiene and sanitary arrangement of training centre is bad.

Twenty (20.40%) trainees feel first aid box and other safety measures of the training centre is excellent. Twenty-eight (28.58%) trainees rate this facility very good whereas forty-nine (50%) trainees rate it excellent. One (1.02%) trainee feels this facility bad.

Ninety-four (95.9 %) trainees first attend the class then they read the training material whereas four (4.01%) trainees read training material before attending the class. They again read the training material after attending the class.

Seventy (71.4%) trainees feel that they are able to do practical activities without any support or supervision whereas twenty-eight (28.6%) feel that they need support or supervision in carrying out practical activities perfectly.

Ninety-six (97.8%) trainees feel that trainers are easy to follow. Two (2.02%) find difficulty in understanding the trainer’s classroom and practical session.


Sixty employees who got training from Apollo Medskills, Hyderabad working in different organizations of Health Sector responded to the questionnaire .Eight (13.33%) respondents had one-year work experience. Forty-two (70%) respondents had the nine-month work experience. Four (6.66%) respondents had six months experience and four (6.66%) respondents had three months work experience.  Two (3.33%) respondents had less than three months work experience.

Three (5%) Apollo Medskills trained employee rate their working condition in the organization excellent. Eight (13.34%) respondents and thirty-seven (61.66%) respondents rate their working condition very good and good respectively. Eight (13.34%) respondents feel their working condition in organization satisfactory whereas four (6.66%) respondents feel that working condition in their organization is poor/ unsatisfactory.

The salary and other benefits of all the respondents (Apollo Medskills trained employee s) who are working in different organizations are between eight thousands to fourteen thousands. Twenty-nine (48.33%) respondents’ salary is in the range of eight thousands to ten thousand rupees. Thirty-one (51.67%) respondents’ salary is in the range of above ten thousand to fourteen thousand rupees.

Seventeen (28.33%) Passed out trainees from Apollo Medskills /respondents feel that their supervisor is encouraging.  Thirty-seven (61.67%) respondents find their supervisor supportive. Four (6.67%) respondents feel their supervisor is neutral and two (3.33%) respondents find their supervisor discouraging.

 Sixty passed out trainees from Apollo Medskills and now working in different health organizations/Sector who responded the questionnaire, Out of sixty, twenty (33.33%) respondents rate their own work excellent. Seventeen (28.33%) respondents rate their work very good and twenty-one (35%) respondents rate their work good. Two (3.34%) respondents feel their own work in the organization unsatisfactory.

Thirty-eight (63.33 %) respondents (Who completed training, working in different organization and work experience from two months to one year) rate training programme excellent. Sixteen (26.66%) respondents rate training programme very good and six (10%) respondent’s rate training programme good.

 Twenty-eight (46.66%) Pass out trainees feel that knowledge of trainers was excellent. Nineteen (31.66%) Pass out trainees find that knowledge of trainers was very good whereas eleven (18.33%) Pass out trainees feel knowledge of trainers was good. Two (3.33%) Pass out trainees feel that knowledge of trainers was fair.

Thirteen (21.67%) respondents /Pass out trainees say that the trainers were attentive all the time. Thirty-one (51.67%) respondents say that the trainers were attentive to them a lot. Fourteen (23.33%) respondents say that the trainers were somewhat attentive to them whereas two (3.33%) respondents feel that the trainers were little attentive.

 Twenty-one (35%) Pass out trainees / respondents feel that their understanding of subject improved / increased very high / full extent / Maximum due to the programme.  Nineteen (31.67%) respondents feel that their understanding of subjects increased / improved a lot /high. Eighteen (30%) respondents feel that their understanding of subject improved/ increased some extent whereas two (3.33%) respondents feel that their understanding of subject improved/ increased little.

Fifteen (25%) Pass out trainees /respondents feel that what soft skills taught to them they learnt completely / maximum / full/ very high. Twenty-eight (46.67%) respondents feel that they developed soft skills a lot/ high. Fourteen (23.33%) respondents feel that they developed soft skills up to some extent. Three (5%) respondents feel that they developed little soft skills through the course.

 Sixteen (26.67%) respondents / Passed out trainees feel that what computer skills taught to them they learnt it completely / maximum/ full/ very high. Twenty-three (38.33%) respondents feel that they developed computer skills a lot/ high. Nineteen (31.67%) respondents feel that they learnt computer skills up to some extent. Two (3.33%) respondents feel that they learnt computer skills little.

Ten (16.67%) pass out trainees/ respondents  rate that study material was very highly useful. Twenty (33.33%) respondents rate that course material highly useful. Twenty-four (40%) respondents feel that study material was useful for the course up to some extent. Six (10%) respondents feel that study material was little useful for the course.

 Seven (11.67%) Pass out trainees /respondents feel that study material is still very highly useful during the job. Seventeen (28.34%) feel that study material is still highly useful. Twenty-three (38.33%) respondents feel that study material is useful up to some extent during the job. Eleven (18.33%) respondents feel that study material is little useful during the job whereas two (3.33%) respondents feel that study mater has very little use during the job.

 Twelve (20%) Passed out trainees /respondents feel that practical activities were very highly effective in learning. Twenty-five (41.67%) respondents feel that practical activities were highly effective. Twenty one (35%) respondents feel that practical activities during training programme were moderately effective in learning whereas two (3.33%)  respondents feel that practical activities were little effective in learning.

 Twelve (20%) Passed out trainees /respondents rate very high (5/5) in training instructions easy to follow. Thirty-four (56.67%) respondents rate high (4/5) and fourteen (23.33%) rate moderate (3/5) in training instructions easy to follow.

 Thirty-five (58.33%) Passed out trainees/ respondents, rate training institution /centre excellent. Nineteen respondents (31.67%) rate the training institution very good and six (10%) respondents rate training institution/ centre good.


Four organizations  Canadian Global life and Educare Pvt. Ltd., Optival health solution private Ltd., Rainbow children’s Medicare Private Ltd and Life circle Health Service private Ltd participated in the study and on six parameter- Quality of work, Quantity of work, Adaptability, Job Knowledge, dependability and attitude they gave their feedback on their those employees who got training in Apollo Medskills and passed out from the training centre.

  In quality of work, employers find three (3%) employees unsatisfactory, thirteen (13%) employees usually expected/ satisfactory, Fifty-eight (58%) employees consistently satisfactory and twenty-six (26%) employee superior / consistently superior.

 In quantity of work parameter, employers find performance of six (6%) employees (Trained from Apollo Medskills) below average in the organization.  Employers find Thirty-seven (37%) employees average, thirty-nine (39%) above average and eighteen (18%) exceptionally high in performance in terms of quantity of work.

Employers observed that ten (10%) employees learn slowly, required repeated instruction , twenty-six (26%)  require detailed instruction for any change , thirty-four (34%) employees make adjustment with little trouble and thirty (30%) employees  learn quickly and any changes met easily .

Employers observed that  fourteen (14%) employee have little desire to improve , thirty-four (34%) employees know job very well and require average supervision , twenty-eight (28%) employees are well informed on job, rarely need help and twenty-four (24%) make most use of knowledge and experience


In dependability parameter, Employers observed that twenty-five (25%) employees require frequent checking or watching, thirty-three (33%) employees generally require check up on job, twenty-eight (28%) employees do task faithfully , need some follow up and  fourteen (14%) employees have marked ability to follow any fair job.

 In attitude parameter, Employers observed that nineteen (19%) employees cooperate if required to do , feel disgruntled , thirty-three (33%)  employees react to change with some reluctant , thirty (30%) employees usually willing to cooperate with others and eighteen (18%) employees are exceptionally good team workers , cooperative.

~~~ Ramanuj Dubey

Project work XI- Responses from employers of passed out trainees

Responses from employers of passed out trainees

The effectiveness of any training programme cannot be completed without knowing how the passed out trainees are performing in their respective organizations. The MLM student sent the questionnaire to the ten (10) organizations where the passed out trainees of the Apollo Medskills skill development centre, moosarambagh, Hyderabad are working. The questionnaire was prepared for employer to get the feedback of the Passed out trainees (now employee) of the training centre.  There are six parameters in the questionnaire. These parameters are - Quality of work, quantity of work, Adaptability, Job Knowledge, Dependability and Attitude. Each parameter has been given four options. The employers were requested to fill the options of each parameter for employees (the passed out trainees of training centre). Out of ten, four organizations participated in the study. These four organizations are Canadian Global life and Educare Pvt. Ltd., Optival health solution private Ltd., Rainbow children’s Medicare Private Ltd and Life circle Health Service private Ltd. There are twenty-two (22) passed out trainees are working in Canadian Global life and Educare Pvt. Their average working period is six months and average salary is Rs 10,000. The optival Health solution Private Ltd. has thirty-one (31) employees who are passed out from Apollo Medskills training centre. The average working period of trainees is six months and average salary is Rs 9000. There are twenty-five (25) passed out trainees working in Rainbow children’s Medicare Private Ltd. The average working period of employees is six months to one year and average salary is Rs 8000. Twenty-two (22) passed out trainees are working in Life circle Health Service private Ltd. Their average working period is twenty months and average salary is Rs 12,000-14,000.

The analysis of employees is prepared based on six parameters mentioned above. The analysis is done and presented in tabular form and bar chart.

Quality of work

Particulars	No. of trained employees	Percentage (%)
Unsatisfactory	03	03
Usually accepted /satisfactory	13	13
Consistently satisfactory	58	58
Superior/ Consistently Superior	26	26
Total	100	100

Table 4.44-  Employers feedback on employee trained by Apollo Medskills on Quality of workIn quality of work, employers find three (3%) employees  unsatisfactory, thirteen (13%) employees usually expected/ satisfactory, Fifty-eight (58%) employees consistently satisfactory and twenty-six (26%) employee superior / consistently superior.

Quantity of work

Particulars	No. of trained employees	Percentage (%)
Below Average	06	06
Average	37	37
Above Average	39	39
Exceptionally high	18	18
Total	100	100

Table 4.45-  Employers feedback on employee trained by Apollo Medskills on Quantity of work 
In quantity of work parameter, employers find performance of six (6%) employees (Trained from Apollo Medskills) below average in the organization.  Employers find Thirty-seven (37%) employees average, thirty-nine (39%) above average and eighteen (18%) exceptionally high in performance in terms of quantity of work. 

Graph 4.30 - Employers feedback on employee trained by Apollo Medskills on Quantity of work.

   Adaptability

Particulars	No. of trained employees	Percentage (%)
Learn slowly, required repeated instruction	10	10
Detailed instruction required for change	26	26
Adjustment made with little trouble	34	34
Learn very quickly, changes met easily	30	30
Total	100	100

Table 4.46 – Employers feedback on employees trained by Apollo   Medskills on Adaptability
Employers observed that ten (10%) employees learn slowly, required repeated instruction , twenty-six (26%)  require detailed instruction for any change , thirty-four (34%) employees make adjustment with little trouble and thirty (30%) employees  learn quickly and any changes met easily .

Job Knowledge 

Particulars	No. of trained employees	Percentage (%)
Little desire to improve	14	14
Know job very well, require average supervision	34	34
Well informed on job, rarely need help	28	28
Make most use of knowledge and experience	24	24
Total	100	100

Table 4.47- Employers feedback on employees trained by Apollo Medskills on Job knowledge parameter.

Employers observed that  fourteen (14%) employee have little desire to improve , thirty-four (34%) employees know job very well and require average supervision , twenty-eight (28%) employees are well informed on job, rarely need help and twenty-four (24%) make most use of knowledge and experience .

Dependability  

Particulars	No. of trained employees	Percentage (%)
Require frequent checking or watching	25	25
Generally require check up on job	33	33
Does task faithfully, need some follow up	28	28
Marked ability to follow any fair job	14	14
Total	100	100

Table 4.48 – Employers feedback on Employees trained by Apollo Medskills on Dependability Parameter

In dependability parameter, Employers observed that twenty-five (25%) employees require frequent checking or watching, thirty-three (33%) employees generally require check up on job, twenty-eight (28%) employees do task faithfully , need some follow up and  fourteen (14%) employees have marked ability to follow any fair job.

Attitude

Particulars	No. of trained employees	Percentage (%)
Cooperate if required to do so , disgruntled	19	19
Reacts to change with some reluctant	33	33
Usually willing to cooperate with others	30	30
Exceptionally good team worker, cooperative	18	18
Total	100	100

Table 4.49- Employers feedback on Employees trained by Apollo Medskills on Attitude Parameter
In attitude parameter, Employers observed that nineteen (19%) employees cooperate if required to do , disgruntled , thirty-three (33%)  employees react to change with some reluctant , thirty (30%) employees usually willing to cooperate with others and eighteen (18%) employees are exceptionally good team workers , cooperative.